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Entre a liderança espiritual e a liderança servidora: a presença da espiritualidade nas ações de experientes CEOs
Abstract
Este artigo apresenta resultados de estudo destinado a investigar o lugar e a influência da espiritualidade no exercício da liderança. Para tanto, foi necessário conhecer as práticas de experientes executivos em posição de liderança e a presença da espiritualidade em suas ações, bem como investigar características do modo de liderança desses CEOs, verificando se estão presentes elementos da liderança servidora nas ações desses líderes. Para tanto, foram conduzidas entrevistas com doze executivos conhecidos publicamente no cenário brasileiro e/ou mundial, com notória trajetória em liderar organizações e pessoas de diferentes nacionalidades e culturas. Foi possível perceber nas falas dos CEOs entrevistados a presença dos principais fundamentos tanto da abordagem da liderança servidora, quanto da liderança espiritual. Foi possível notar também como eles consideram tais características fundamentais para o exercício de uma liderança mais efetiva. Os dados corroboram ainda a noção de que a espiritualidade é algo presente na vida e na prática dos CEOs entrevistados. Porém, na maioria das vezes, o tema é apresentado de forma inominada (sabe-se da presença de algo superior, mas não se sabe nomear); por vezes escondido (no silêncio da experiência de cada CEO); e até negligenciado (não se presta muita atenção a tais elementos, ainda que existam).
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O presente estudo teve como objetivo identificar os níveis de domínio da inteligência espiritual (QS) por parte de estudantes que participaram de evento acadêmico na Universidade Federal do Amazonas, envolvendo matriculados no ensino médio e no ensino superior, por meio da utilização da Escala de Inteligência Espiritual Integrada (ISIS), desenvolvida por Amram e Dryer (2008). Por meio de abordagem quantitativa, obteve-se participação de 197 respondentes durante o mencionado evento, que responderam questionário elaborado com base na ISIS. Os resultados apontaram predomínio de QS na perspectiva intrínseca, com média classificada como razoável. Houve destaque para três variáveis sociodemográficas no tocante à elevação dos níveis dos domínios da QS entre os respondentes, sendo a idade, a religiosidade e a escolaridade. Concluiu-se que o fator escolaridade proporciona elevação do QS, pois, nos domínios com médias menores (Significado e Graça), os indivíduos com maior escolaridade apresentaram altos níveis nesses domínios.
The book was inadvertently published with incorrect authors for the below listed chapters:
In its desire to build a bridge between self-awareness and morally responsible leadership, this chapter seeks to contribute to the theory of authentic leadership. The central thesis of this chapter is that Ignatian spiritual discernment is a valuable resource for making this connection. Ignatian Spirituality is directed at the world, the world beyond the self and the world beyond our primary experiences. It is inherently aimed at the common good and is therefore an interesting source when contemplating moral leadership. We will discuss the Spiritual Exercises of humility, silence, and detachment, the prevalence of emotions and imagination, ethical evaluation, and journaling and mentoring as means for increasing self-awareness. We will do this in dialogue with the new Theory-U. This, too, is an approach where societal meaning is fundamental and seeks to increase awareness and genuine openness to the future by letting go of the self. This makes for an interesting dialogue, leading to a deeper understanding of spiritual discernment.
Participaram da pesquisa 263 trabalhadores que atuam na Região Sudeste do Brasil (Rio de Janeiro e São Paulo) em organizações não governamentais, públicas e privadas. Como instrumento para coleta de dados, foi utilizado um questionário de autopreenchimento composto de três escalas que mediram as variáveis da pesquisa. O estudo se propôs a apresentar, interpretar e discutir as relações entre as variáveis, como também, testar as hipóteses referentes ao modelo conceitual proposto, por meio de uma pesquisa de natureza transversal com abordagem quantitativa, cujos dados coletados foram analisados por aplicação de técnicas estatísticas. O tratamento e análise dos dados foram realizados pelo software estatístico Statistical Package for the Social Sciences – SPSS. Os resultados obtidos demonstraram que a variável “percepção de suporte organizacional” exerce forte e significativo impacto sobre comprometimento organizacional afetivo, enquanto que a variável “estilos de liderança” não consegue aumentar nem diminuir a força. A pesquisa possibilitou concluir que a variável “estilos de liderança” é um moderador frágil da relação entre percepção de suporte organizacional e comprometimento organizacional afetivo.
Stress can be more easily identified in some professional groups such as the senior executives working in corporations. The sources of stress in a work context are mediated by specific individual differences. Therefore, stress differs from one individual to another and each one responds differently. This paper aims to examine the relationship between the Brazilian executives’ perception of stress and their psychological type. The qualitative-quantitative mixed method research is based on 965 questionnaires answered by CEOs, vice presidents/directors and third level executives from 344 corporations. In addition, semi-structured interviews and focus groups were conducted with 263 executives. The theoretical framework describes the stress typologies as well as an indicator of psychological types based on Carl G. Jung’s work, the Myers-Briggs Type Indicator (MBTI). Results show that the dominant psychological type among the executives (21,6%) has as characteristics efficiency, objectivity and assertiveness. Individuals from this psychological type say they feel less the stress when compared with the executives of the other psychological types. The individuals from the psychological type that say they feel more fatigue and stress (3%) would be considered the “weak”, with no place in organizations where only the “strong ones” seem to have a chance.
Keywords: Brazilian executives, stress, psychological type, Carl Jung, assertiveness.
A perspectiva que tem guiado os estudos sobre o trabalho se fundamenta predominantemente na concepção negativa do trabalho enquanto causador de sofrimento, esforço e dor. Contudo, reconhece-se que o trabalho pode ser constituído também por outra dimensão – a positiva – aquela relacionada à possibilidade de construção, de identidade e de autorealização. Nessa perspectiva, este estudo teve como objetivo compreender o significado do trabalho para uma executiva, ou seja, investigar quais as dimensões percebidas por ela sobre a atividade profissional que realiza. Para tanto, utilizou-se o método qualitativo, nomeadamente a história oral, cuja construção foi baseada na realização de entrevista narrativa com uma executiva de uma organização que atua na área de certificação de qualidade. Os resultados da pesquisa demonstram que o significado do trabalho para esta executiva está fundado em dois aspectos: a centralidade do trabalho e o prazer e o sofrimento. Observou-se que ao longo de sua carreira profissional, o trabalho foi adquirindo novos significados, mas sempre com preponderância da dimensão do prazer. Assim, no âmbito deste estudo, sentimentos como felicidade, orgulho, valorização, realização, reconhecimento, desafio, aprendizado, interação social foram alguns dos aspectos que nortearam a dimensão do prazer para esta executiva.
This paper develops and presents a spiritual contingency model of spiritual leadership that includes spiritual leadership characteristics such as follower’s feelings of interconnectedness, religious or existential faith, and leader charisma along with such boundary conditions and contingencies (moderators) as narcissism, pro-social motivation to lead, follower perceptions of leader integrity (ethics), and perceived organizational support. In exploring these contingency factors, the paper also examines the potential “dark side” of spiritual leadership and concludes with implications for future research and managerial practice as suggested by the model.
This article presents an integrated construct of servant leadership derived from a review of the literature. Subscale items were developed to measure 11 potential dimensions of servant leadership: calling, listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, growth, and community building. Data from 80 leaders and 388 raters were used to test the internal consistency, confirm factor structure, and assess convergent, divergent, and predictive validity. Results produced five servant leadership factors—altruistic calling, emotional healing, persuasive mapping, wisdom, and organizational stewardship—with significant relations to transformational leadership, leader-member exchange, extra effort, satisfaction, and organizational effectiveness. Strong factor structures and good performance in all validity criteria indicate that the instrument offers value for future research.
Spirituality and its relationship to workplace leadership is a compelling issue for management practitioners and researchers. The field of study is still in its infancy and as such is marked by differences in definitions and other basic characteristics. Much of what has been written on this subject has appeared in general, rather than academic publications and consequently may lack rigor. The purpose of this study is to analyze known academic articles for how they characterize workplace spirituality, explore the nexus between spirituality and leadership, and discover essential factors and conditions for promoting a theory of spiritual leadership within the context of the workplace. An emergent process was used to identify and validate eight areas of difference and/or distinction in the workplace spirituality literature: 1.) definition, 2.) connected to religion, 3.) marked by epiphany, 4.) teachable, 5.) individual development, 6.) measurable, 7.) profitable/productive, and 8.) nature of the phenomenon. Eighty-seven scholarly articles were coded for each of these areas. Findings conclude that most researchers couple spirituality and religion and that most either have found, or hypothesize a correlation between spirituality and productivity. The emergent categories offer provocative new avenues for the development of leadership theory.
The traditional theories of the firm leave no room for love in business organizations, perhaps because it is thought that
love is only an emotion or feeling, not a virtue, or because economic efficiency and profit making are considered to be incompatible
with the practice of charity or love. In this article, we show based on an approach to the human action within the organization,
that love can and must be lived in firms for firms to operate efficiently, be attractive to those who take part in them, and
act consistently in the long run.
Keywordsaction theory–charity–firm–love–organization–theory of the firm–virtues
The purpose of this article is to review spirituality at work literature and to explore how spirituality improves employees’ performances and organizational effectiveness. The article reviews about 140 articles on workplace spirituality to review their findings on how spirituality supports organizational performance. Three different perspectives are introduced on how spirituality benefits employees and supports organizational performance based on the extant literature: (a) Spirituality enhances employee well-being and quality of life; (b) Spirituality provides employees a sense of purpose and meaning at work; (c) Spirituality provides employees a sense of interconnectedness and community. The article introduces potential benefits and caveats of bringing spirituality into the workplace; providing recommendations and suggestions for practitioners to incorporate spirituality positively in organizations.
Purpose
The purpose of this paper is to examine the field of change leadership at the beginning of the twenty-first century.
Design/methodology/approach
The meta-framework presented in this study is a review of the field of change leadership over a 16-year period. The authors reviewed hundreds of peer-reviewed refereed journal articles and books.
Findings
The authors identify the key themes in the study of change leadership through the lens of content and process frames of reference.
Originality/value
The authors identify how these new perspectives of change leadership change the way we think about/approach the field of change leadership.
O desenvolvimento das organizações tem seguido caminhos que negligenciam o fato de que os trabalhadores possuem vida interior e necessidades espirituais. Contudo, o momento atual, a Era do Conhecimento, exige que se compreenda que estes possuem um potencial intrínseco que precisa ser liberado, visto que é através deles que as organizações podem criar maior valor e manter-se competitivas. Diante desta realidade, surge a temática da espiritualidade no ambiente de trabalho, que, para ser exercida, pressupõe a existência de um novo tipo de liderança, a liderança espiritual, capaz de guiar os indivíduos e a organização num processo de transformação espiritual, cujos benefícios podem se estender até sobre o desempenho organizacional sustentável. Neste sentido, este artigo procura avançar no conhecimento sobre os pressupostos da teoria da liderança espiritual de modo a identificar quais suas reais contribuições para a sustentabilidade organizacional.
A recent surge in interest surrounding spirituality has occurred within the context of American higher education (Higher Education Research Institute [HERI], 2005; Hindman, 2002; Love, 2001; Rogers & Dantley, 2001). As our society has become more materialistic, a new desperation for spiritual fulfillment has been evident (Rogers & Dantley). A search for more meaning is apparent in the lives of many people as modern science suggests an interconnectedness of every aspect of our being to everything else, "an unbroken wholeness" (Rogers & Dantley, p. 590). Student affairs professionals once attempted to address this search in college students through a focus on community, civic education, and service learning. It was not until recent years that they began to understand and address this search through a focus on spirituality. A deeper understanding of theories of spiritual development (Fowler, 1981; Parks, 2000) and their application to college students has led to a new era in which spiritual development is often included as "a core component of liberal arts education" (HERI, 2005, p. 2). In addition to spiritual development, leadership development has long been an espoused outcome of higher education (Astin & Astin, 2000; Boatman, 1999; Zimmerman-Oster & Burkhardt, 1999). The role of higher education to develop each new generation of leaders to better serve society has remained consistent (Astin & Astin). As a result, various models of leadership have been developed to aid educators in developing college students as leaders; these include the social change model of leadership (HERI, 1996) and the relational leadership model (Komives, Lucas, & McMahon, 2006).
Astin (2004) identified three broad aspects of humanity that spirituality covers: the interior of human existence, the affective (as opposed to logical) human experience, and aspects of the human experience that are hard to define or difficult to talk about, such as "intuition, inspiration, the mysterious, and the mystical" (p. 34). Spirituality is a process of meaning-making attempting to fully understand the human experience (Parks, 2000) and is a universal component of human experience regardless of religion or belief (Fowler, 1981). It differs from traditional cognitive processes in that it is an attempt to find connections and meaning across all dimensions of the human experience (Love, 2002) and is seen as an experience of "being connected with one's complete self, others, the entire universe, and a higher power" (Rogers & Dantley, 2001, p. 591). HERI (2005) developed 12 scales measuring different aspects of spirituality in college students. Three of these scales measured spirituality independent from religious beliefs and practices. They were:
• spirituality, which includes components of a search for the sacredness of human life and a belief that everyone can be spiritual;
• equanimity, which refers to an ability to find meaning in hardships, feeling at peace or centered, and experiencing a strong bond to humanity; and
• spiritual quest, which reflects a concern for the meaning or purpose of life, a desire to form a meaningful philosophy of life, and a search to uncover the mysteries of human life and existence.
Leadership, as seen through a postindustrial lens (Rost, 1993), is a relational process by which members of a group, consisting of both leaders and participants, work toward a goal of social change for the common good (HERI, 1996; Komives et al., 2006; Rogers, 2003). Three themes that underlie this understanding of leadership are a focus on relationships, a focus on positive change within a group or community, and the purview that leadership can be practiced by everyone, regardless of position or title. Aspects of various models of postindustrial leadership, including transformational, charismatic, and servant leadership, can be found in the root concept of authentic leadership, which focuses on the development of relationships as "a core component process in authentic leadership development" (Avolio & Gardner, 2005, p. 333). Some components of authentic leadership development include positive psychological capital, positive moral perspective, self-awareness, and self-regulation.
In the early 1990s, Walling (1994) observed that language used to describe the human experience through spirituality, such as vision, morality, community, and meaning-making, had begun to work its way into the language surrounding leadership. One such example is in the work of Drath and Palus (1994), who regarded "leadership as meaning-making in a community of practice" (p. 4...
This review of over 150 studies shows that there is a clear consistency between spiritual values and practices and effective leadership. Values that have long been considered spiritual ideals, such as integrity, honesty, and humility, have been demonstrated to have an effect on leadership success. Similarly, practices traditionally associated with spirituality as demonstrated in daily life have also been shown to be connected to leadership effectiveness. All of the following practices have been emphasized in many spiritual teachings, and they have also been found to be crucial leadership skills: showing respect for others, demonstrating fair treatment, expressing caring and concern, listening responsively, recognizing the contributions of others, and engaging in reflective practice.
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